Many methods are available to review Staff performance. Self Appraisal, Peer Appraisal, subordinate appraisal, external and management appraisal etc. How effective these are ? Is Self Appraisal the most effective?
YES.. you are right when you says we can't judge ourselves, as we never know what we don't know.. !!
But Self appraisal is very effective practice as we get to know our weaker areas and where to work upon.. We can't cheat ourselves!!
Getting right kind of feedbacks from certain ppl helps to improve one's negative areas.. And it should be done every quater..
The reason why we socialize on toostep is for self development..!!
Self appraisal and appreciations boosts self confidence and helps in realizing what our business needs are and where should we stand !!
Relating it to "Sub-concious mind".. if we keep telling us our positives, they get even stronger and if we improve upon negatives by saying to ourselves.. ex:
Let's say in a Pyschometric test, I resulted as an Enterprenuer or Pioneer, but my socializing capabilites are less.. I need to improve upon my business writing now.. when I keep telling myself I have the best business writing skills and work upon as well... it will unconciously be the Best very soon.. !! And it works..!!
So we must know, what we don't know.. and self appraisal really helps..!!
One cannot be hisown judge. Tendency to rate oneself high and absence of feedback for corrections are the major drawbacks. All the other appraisal methods bring to light the shortcomings, besides conveying the satisfactory performances.
I believe it is one of the opportunity wherein employees can analyze themselves for where they stand. We know Our capabilities and achievements better than anyone. And same is the case, on our failure in past and knowledge of our lagging. Hence it should be taken as crucial part in the organizational appraisal system.
Yes as long as it is in fair means i.e ur self-appraisal is given value , like many organization consider self appraisal only a formality and they consider it only as part of process and nothing else
Hi Narayan.. That's true. You are right when you say: "Move out of your comfort zone.
to add--
You can only grow if you are willing to feel awkward and uncomfortable when you try something new."
Because we have always try gathering our +ives, our weaknesses remains unknown or hidden. To overcome those weakness points, self appraisal and a 360 degree feedback is necessary..!
There's no harm in trying things which are returning us good favours!!
Moreover, I felt as if you doesn't like to know your bad areas or weak areas.. especially from others .. that is one of the weaknesses..! trust me..
It's no harm exposing yourself to situations where your fears are exposed.. that is how you'll win over it... becoz you now know - your fear is..!
Hope I'm able to justify. Thx for showing up on debate..
There may be several methods for evaluation, so we can be evaluated using any method or few among several methods or using every alternative methods but ultimately said evaluation gets completed on accepting by self or by self evaluation.
Self appraisal is an essential component of performance assessment. It is, as i say, only a component. It is born out of true and honest introspection. However the present trend of 360 degree seems to provide a more all round assessment which is definitely a more complete picture of the performance. After all performance impacts both the individual performing and those who have to collaborate with the performance.
According to my experience ... by doing self-tests on personality and other aspects, I have come to know many things about me for which, I feel confident in my new found knowing (cognition) about myself both strengths / weaknesses and similarly what others guessed or assessed or estimated about me were many times very much farther from the truth
and
Who knows better than ourselves as how can others know much about ourselves as we only know about ourselves more than others - our weaknesses and strengths ... Only thing is honesty as Makrand; we must be and have to be honest for our own sake and not for others ... than it works fine
If there is no self appraisal employee wud never work for org nad need to grow themselves need to show thei talent in al lthe feild they can work , I totaly agree for self appraisals need to be done every year of the company growth....
Self appraisal and appreciations boosts self confidence and helps in realizing what our business needs are and where should we stand !! I absolutely agree on this ...
Yes self apprasal is fantastic way to assess oneself....provided the appraisal system itself is transparent, the basic yardstick should be free & fair. Once the self appraisal is done, the employee should get a decent feedback from his seniors. Most organisations use this as an eyewash. Can every appraisal be considered on its face value? I feel we need to consider an effective appraisal process with certain weightage for Self Appraisal.
The idea is to assess your performance, good or bad without letting the bias affect the process. Quite often a failure is attributed to the external factors whereas success is to the internal factors. Facing self appraisal with an inward looking approach and maintaining a reasonable degree of discipline with that would result to a self- appraisal more effective than any other form of performance assessment.
Among the various forms of appraisal, self-appraisal is significant. The individual knows his / her plus and minus points better than anybody else. When sharing credit for group achievements, the exact contribution of the individual concerned will not be obvious; but the individual knows about personal contribution made. Secondly when it comes to setbacks, only the individual knows exactly about personal shortfalls and their reasons.
But each form of appraisal evaluates the person from a given point of view. Absence of likes and dislikes, objectivity and knowledge of all aspects of performance are important to produce perfect appraisals.
self apprisal at least speaks one's mindset,attitude, capabilities & confidence level. Further self appraisal also being scritinised with judgements of superiors & thus gives a best picture of the individual as well as the team's efficiency.
In my opinion YES.Self appraisal is the effective one among the practices followed to review the performance.As there is money attached to this rating,few people definitely lie and give false information in the sheet at times. But,you have the manager rating/comments/feedback to justify that again.If the appraisal is completely based on peer/subordinate/management's comments then it will not cover the hidden achievements of the appraisee. The self appraisal helps the management know all the tasks handled by the resource apart from the assigned work. How that extra work helped adding value to the organisation is something that management got to do with while giving the final rating.But the self appraisal is the ideal way to review the performance.
In college my Principal Mr Radhakrishna use to tell us that "APPRECIATE YOURSELF".
I think this is one of the unique method among all the appraisal methods. As you start appreciate yourself you will have confident & which leads you to do more than what you did. Self Appreciation is only method which motivate you to do something. Every time we should not expect appreciation from others so, it would be better that Appreciate Your self & carry on your work.
This is also a one of the managerial skill to Appreciate Yourself.
Scenario 1- Ask anyone in your organisation to write what he/she does in eight hours. I bet, he/she will fumble. Ask the same person to assess himself just after that. He will fumble again. Not sure, how you are going to take it and invariably come with oneliners.
Scenario 2- Ask somebody to write what others do in eight hours. He will write a whole A4 size paper (mostly grudgings). Ask him to rate others on what they do and see how many words he will say to fit his argument that he is the best worker.
Self assessments come with more biases than truth. It is normal human psychology to prove himself superior when pitted against the peers. The exercise brings more clarity of his effectiveness and his achievements.
It is a fact that most of know our strengths and to some extent our weaknesses.
The basic question is "how much do we know about our weaknesses ? That is to say , do we know how bad we are , and do we know the impact of these weaknesses on our performance , at work and in life ?"
Even 360 degree feedback might or might not reveal all aspects of one's character. I might have several fears , which I can successfully conceal by the simple fact that I do not expose myself to situations where those fears will be shown up.
That is why I feel that I should be put in several different situations where various facets of my personality are tested before I am appraised.
It is a fact that some of the great achievers have become successful by moving out of their comfort zone. So if I keep catering to my strengths , I might never find out my weaknesses. Just as some actors , who establish themselves as action heroes , never venture into other genres. While others , try out various roles , to try and establish their versatility.
You argue forcefully , but consider the fact that you are saying "Psychometric test". This is a test conducted by an external agency. The decision to take the test may have been your own , but you cannot call this self-appraisal.
That is the point I have tried to make in my opinion , given separately. I may have an idea of my deficiencies and strengths. But to get an objective , quantified measure , I need to be appraised by someone else , who is appropriately qualified to do the appraisal.
In today's world , appraisal is not subjective , just impressions ; it is objective , quantified , and fairly accurate.
1. To see where I stand in relation to an absolute benchmark - have I performed below that benchmark , have I reached it , or have I exceeded it by a good margin
2. To see where I stand in relation to others
In appraising , another point to consider is what performance measures or yardsticks have I used to appraise myself. I can say I am intelligent , but only a proper intelligence measuring test ( note that I am not saying IQ test , there are serious tests available which measure one's intelligence ) can specify whether I fall in the top 1% , 2% , 5% ,... percentile of the population.
Hence , the points against self-appraisal are :
1. How thorough and objective can I be in appraising myself ?
2. In trying to find out where I stand in relation to others , will I be able to do justice to them ?
I think , appraisal should be done by a centralized agency ( say the HR dept. , with feedback from others and from the person being appraised ) , and not by oneself. Self-appraisal may be useful as a personal tool for self-improvement , but in appraising performance for the purpose of giving rewards / penalties , self-appraisal is not a good method.
As long as you can be honest in acknowledging your weak points and ACCEPT them... self appraisals are the way to go. If you can take your own criticism then maybe you can take your boss criticising you or even your friends or even your girlsfriend/s...
Believe you me... nOT EASY!
Its a very mental thing. What you may feel is your strong point may turn out to be your weakest link open for exploitation. I would say that self appraisals are not the right way to go. If you can corroborate your findings and validate them along with ensuring that you will WORK on them then self appraisals are the way to go.
One cannot be a judge on his own. In self appraisal the propensity is high. I suggest that 360 or 720 degree appraisal is the best method where we can minimized the bias.
I believe Self Appraisal can never bring out the real result. Even though many think that this would be one honest way to evaluate, it actually is not.Reason is when we work we fix targets and goals which are company oriented and to his/her superior satisfaction. In that case its very important that we elicit an appraisal from the management rather than one's own. Practically speaking you might be comming out with flying colors on ur self appraisal front but if the targets are not met then whats the point? Then ur so called self appraisal could be redundant exercise.
Appraisals which transcends vertically up and down and lateral are considered the best since it will give a "360 degree" effect to it.
In this method the bias opinion is minimised and the appraiser and the appraised gets fair treatment.Self appraisal generally becomes self praise in most cases and may not be taken at face value.it will be bargained.
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